Presented at the 2014 HR Technology Conference. SmashFly CEO Mike Hennessy presents on the evolution of Recruitment Marketing as a discipline within the recruiting function and it's impact on the people, process and technology that organizations will need to build to be successful in finding, attracting and nurturing the right talent.
Lockheed Accelerates with Total Recruitment Marketing - @talentcommunity & @S...SmashFly Technologies
Presented at 2014 HR Technology Conference. Lockheed Martin doesn’t just talk about people as their greatest organizational asset – its backed by a topnotch talent- acquisition process aimed at strengthening its team, now 116,000 strong. But, to maintain its competitive advantage, it needs to stay on the forward edge of recruiting. So when the company needed a way to bring all its separate initiatives together into a cohesive strategy for greater efficiency and also to gain the full visibility integral to improve overall resource allocation and decision-making, it implemented a Recruitment Marketing Platform to build a data-driven recruitment strategy. Now, the insights from the data help their teams foster engagement and community with the specialized candidates they need to attract. Marvin Smith will show you how to promote and leverage employment brand, social media, employee referrals, alumni networks and digital campaigns to discover and attract hard-to-find skilled candidates and the kinds of people needed to drive your business forward.
Introduction was provided by Mike Hennessy on the evolving role of recruitment marketing in how companies attract the right qualified talent to the organization.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
17 Recruitment Marketing Optimizations for 2017Recruitics
If recruitment marketing is on your radar in 2017, then this is a must view SlideShare. We spoke with our team of in-house recruitment marketing experts to bring you 17 optimizations that can save you time and money in the year ahead.
The universe has changed: Candidates are like consumers. This new dynamic of candidates as consumers has huge implications for your recruitment. Namely:
How you gather data on interested candidates, and what can you do with that?
How do you offer a compelling relationship with your brand for candidates at all stages of the process, both during attraction and selection.
How do you build rich candidate profiles that help you target the right candidates, and then make data driven decisions about who to hire.
SmashFly's Chris Brablc and Tracey Parsons deep dive into the 13 recruitment marketing best practices talent acquisition teams need to use in 2016, influenced by findings from the Recruitment Marketing Report Card for the 2015 Fortune 500.
Jen Sommesi of CDW shares how the organization built their employer brand through a recruitment marketing strategy focused on engagement, personalization and content. This was originally presented as a keynote at the 2015 HCI Strategic Talent Acquisition Conference.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
Lockheed Accelerates with Total Recruitment Marketing - @talentcommunity & @S...SmashFly Technologies
Presented at 2014 HR Technology Conference. Lockheed Martin doesn’t just talk about people as their greatest organizational asset – its backed by a topnotch talent- acquisition process aimed at strengthening its team, now 116,000 strong. But, to maintain its competitive advantage, it needs to stay on the forward edge of recruiting. So when the company needed a way to bring all its separate initiatives together into a cohesive strategy for greater efficiency and also to gain the full visibility integral to improve overall resource allocation and decision-making, it implemented a Recruitment Marketing Platform to build a data-driven recruitment strategy. Now, the insights from the data help their teams foster engagement and community with the specialized candidates they need to attract. Marvin Smith will show you how to promote and leverage employment brand, social media, employee referrals, alumni networks and digital campaigns to discover and attract hard-to-find skilled candidates and the kinds of people needed to drive your business forward.
Introduction was provided by Mike Hennessy on the evolving role of recruitment marketing in how companies attract the right qualified talent to the organization.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
17 Recruitment Marketing Optimizations for 2017Recruitics
If recruitment marketing is on your radar in 2017, then this is a must view SlideShare. We spoke with our team of in-house recruitment marketing experts to bring you 17 optimizations that can save you time and money in the year ahead.
The universe has changed: Candidates are like consumers. This new dynamic of candidates as consumers has huge implications for your recruitment. Namely:
How you gather data on interested candidates, and what can you do with that?
How do you offer a compelling relationship with your brand for candidates at all stages of the process, both during attraction and selection.
How do you build rich candidate profiles that help you target the right candidates, and then make data driven decisions about who to hire.
SmashFly's Chris Brablc and Tracey Parsons deep dive into the 13 recruitment marketing best practices talent acquisition teams need to use in 2016, influenced by findings from the Recruitment Marketing Report Card for the 2015 Fortune 500.
Jen Sommesi of CDW shares how the organization built their employer brand through a recruitment marketing strategy focused on engagement, personalization and content. This was originally presented as a keynote at the 2015 HCI Strategic Talent Acquisition Conference.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
SmashFly's Chief Marketing Officer and Aberdeen Group's Senior Analyst join forces in this webinar to talk about how best-in-class organizations use recruitment marketing and recruitment marketing technology to differentiate themselves, engage candidates and win top talent. Backed by awesome stats from Aberdeen's latest report, this webinar will help you make a business case for recruitment marketing in your organization.
It's time to modernize your talent acquisition strategy with recruitment marketing tactics. But you can't rely on the ATS alone to find, attract, engage, nurture and convert candidates. Chris Brablc of SmashFly and Rick Rosario of CDW talk how and why a Recruitment Marketing Platform is an essential partner to the ATS.
The Trilogy of Modern Talent Acquisition: Employer Branding, Recruitment Mark...SmashFly Technologies
This webinar from Glassdoor's Dina Rulli and SmashFly's Chris Brablc was an interactive discussion on using integrated recruitment marketing and employer branding to capture thousands of qualified candidates in your talent network, nurture them to become fans of your employer brand, and analyze and optimize the effectiveness of every recruitment marketing dollar.
And get great hires faster who meet the talent needs of the business.
You’ll learn how to:
- Define the key attributes of your employer brand
- Use content marketing to attract qualified candidates
- Implement email nurturing to keep your talent network engaged
- Track, measure and analyze recruitment marketing success
Experts from Glassdoor and SmashFly discuss the candidate journey and nurture's role in recruitment marketing. Learn how to use a nurture strategy throughout each stage of the candidate journey, from attraction to application to hire.
The Evolution of Recruitment Marketing: Benchmarking Adoption & Opportunities...SmashFly Technologies
Recruitment marketing is an evolving practice. But innovation in the space has not kept up with quickly rising stakes. Find out where the Fortune 500 win, and where they can improve when it comes to recruitment marketing.
SmashFly Transform: Why Metrics & Measurement Are Key to Building an Employer...SmashFly Technologies
John Qudeen, VP of Global Recruiting at Thomson Reuters, blew everyone away at SmashFly Transform with the maturity of his team's recruitment marketing metrics. John walks through how he segments and analyzes key data to make better decisions about spending and employer branding.
The Key Recruiting Metric You're Not Tracking: Source of InfluenceSmashFly Technologies
If you aren't tracking the entire candidate journey, how can you improve it? Research by Inavero shows that today's candidate touches 18 source of information and checks 7-8 reviews before he or she hits apply. Unfortunately, typical recruiting analytics offer insight into just one of those: the last source a candidate used before he or she applied. If you want to fully understand the impact of your recruitment marketing efforts, you need to look at the candidate journey from end to end, tracking every touchpoint and interaction along the way. Enter source of influence.
The Secret Sauce of High-Performance Recruitment MarketingGlassdoor
Talent acquisition has often drawn on elements of marketing and sales in the past. Today, recruitment marketing has become a more formalized process, and the most effective hiring organizations leverage advanced marketing practices to create highly effective strategies that go well beyond simply broadcasting open jobs. But not all recruitment marketing strategies are created equal.
Glassdoor, one of the leaders in employer brand management, has partnered with Brandon Hall Group to present “The Secret Sauce of High-Performance Recruitment Marketing.” Join Brandon Hall Group Talent Acquisition Analyst, Kyle Lagunas; 1-800-Contacts’ VP of Human Resources and Administration, Rod Lacey; and Glassdoor's Director of Product Marketing, Alison Hadden as they present exclusive insights into:
--How to bake engagement, cohesion, authenticity, agility and measurement into your recruitment strategy
--How to leverage SEM, social media marketing, employer brand management, candidate relationship management and content marketing to attract the best candidates
--How 1-800 Contacts promotes its employer brand and effectively attracts top talent
From InDemand 2014, Suzanne Myers who is the Talent Acquisition Director at RealPage, shares how you can leap out of your comfort zone to create an irresistible employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Creating a Better Candidate Experience in PeopleSoftTalemetry
View the webinar recording: http://www.youtube.com/watch?v=xqGmFVS9l0M
Organizations wanting to attract top talent need to make candidate experience a top priority. Today's top candidates demand a better experience. Even if you are attracting high volumes of candidates, you may be missing out on top talent due to a poor candidate application experience.
This presentation will show how Talemetry can create a simple, social, and mobile enabled application process, including access to 3rd party screening and assessment vendors and full tracking capabilites, all in a solution that is fully integrated into your PeopleSoft system.
You'll learn:
- The importance of creating a positive candidate application experience
- Why you are probably losing more candidates than you realize
- How you can drive more quality applicants through an improved application process with Talemetry
website: www.talemetry.com
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, ...Holly Fawcett
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, 28 Sept 2016
Discover the secrets to improve your job advertising, and why it should be your number 1 source of hire!
SmashFly's Chief Marketing Officer and Aberdeen Group's Senior Analyst join forces in this webinar to talk about how best-in-class organizations use recruitment marketing and recruitment marketing technology to differentiate themselves, engage candidates and win top talent. Backed by awesome stats from Aberdeen's latest report, this webinar will help you make a business case for recruitment marketing in your organization.
It's time to modernize your talent acquisition strategy with recruitment marketing tactics. But you can't rely on the ATS alone to find, attract, engage, nurture and convert candidates. Chris Brablc of SmashFly and Rick Rosario of CDW talk how and why a Recruitment Marketing Platform is an essential partner to the ATS.
The Trilogy of Modern Talent Acquisition: Employer Branding, Recruitment Mark...SmashFly Technologies
This webinar from Glassdoor's Dina Rulli and SmashFly's Chris Brablc was an interactive discussion on using integrated recruitment marketing and employer branding to capture thousands of qualified candidates in your talent network, nurture them to become fans of your employer brand, and analyze and optimize the effectiveness of every recruitment marketing dollar.
And get great hires faster who meet the talent needs of the business.
You’ll learn how to:
- Define the key attributes of your employer brand
- Use content marketing to attract qualified candidates
- Implement email nurturing to keep your talent network engaged
- Track, measure and analyze recruitment marketing success
Experts from Glassdoor and SmashFly discuss the candidate journey and nurture's role in recruitment marketing. Learn how to use a nurture strategy throughout each stage of the candidate journey, from attraction to application to hire.
The Evolution of Recruitment Marketing: Benchmarking Adoption & Opportunities...SmashFly Technologies
Recruitment marketing is an evolving practice. But innovation in the space has not kept up with quickly rising stakes. Find out where the Fortune 500 win, and where they can improve when it comes to recruitment marketing.
SmashFly Transform: Why Metrics & Measurement Are Key to Building an Employer...SmashFly Technologies
John Qudeen, VP of Global Recruiting at Thomson Reuters, blew everyone away at SmashFly Transform with the maturity of his team's recruitment marketing metrics. John walks through how he segments and analyzes key data to make better decisions about spending and employer branding.
The Key Recruiting Metric You're Not Tracking: Source of InfluenceSmashFly Technologies
If you aren't tracking the entire candidate journey, how can you improve it? Research by Inavero shows that today's candidate touches 18 source of information and checks 7-8 reviews before he or she hits apply. Unfortunately, typical recruiting analytics offer insight into just one of those: the last source a candidate used before he or she applied. If you want to fully understand the impact of your recruitment marketing efforts, you need to look at the candidate journey from end to end, tracking every touchpoint and interaction along the way. Enter source of influence.
The Secret Sauce of High-Performance Recruitment MarketingGlassdoor
Talent acquisition has often drawn on elements of marketing and sales in the past. Today, recruitment marketing has become a more formalized process, and the most effective hiring organizations leverage advanced marketing practices to create highly effective strategies that go well beyond simply broadcasting open jobs. But not all recruitment marketing strategies are created equal.
Glassdoor, one of the leaders in employer brand management, has partnered with Brandon Hall Group to present “The Secret Sauce of High-Performance Recruitment Marketing.” Join Brandon Hall Group Talent Acquisition Analyst, Kyle Lagunas; 1-800-Contacts’ VP of Human Resources and Administration, Rod Lacey; and Glassdoor's Director of Product Marketing, Alison Hadden as they present exclusive insights into:
--How to bake engagement, cohesion, authenticity, agility and measurement into your recruitment strategy
--How to leverage SEM, social media marketing, employer brand management, candidate relationship management and content marketing to attract the best candidates
--How 1-800 Contacts promotes its employer brand and effectively attracts top talent
From InDemand 2014, Suzanne Myers who is the Talent Acquisition Director at RealPage, shares how you can leap out of your comfort zone to create an irresistible employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Creating a Better Candidate Experience in PeopleSoftTalemetry
View the webinar recording: http://www.youtube.com/watch?v=xqGmFVS9l0M
Organizations wanting to attract top talent need to make candidate experience a top priority. Today's top candidates demand a better experience. Even if you are attracting high volumes of candidates, you may be missing out on top talent due to a poor candidate application experience.
This presentation will show how Talemetry can create a simple, social, and mobile enabled application process, including access to 3rd party screening and assessment vendors and full tracking capabilites, all in a solution that is fully integrated into your PeopleSoft system.
You'll learn:
- The importance of creating a positive candidate application experience
- Why you are probably losing more candidates than you realize
- How you can drive more quality applicants through an improved application process with Talemetry
website: www.talemetry.com
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, ...Holly Fawcett
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, 28 Sept 2016
Discover the secrets to improve your job advertising, and why it should be your number 1 source of hire!
SmashFly Transform Keynote: Transforming Recruitment Marketing Starts With YouSmashFly Technologies
Mike Hennessy, Founder & CEO of SmashFly, gave this opening keynote at the first-ever Recruitment Marketing Conference, SmashFly Transform. He outlines the future of work, the talent acquisition landscape and the roadmap to making recruitment marketing a discipline.
For a B2B company, GE's corporate brand needed to be synonymous with its employer brand. Shaunda Zilich, Global Employment Brand Leader, grew brand awareness and loyalty organically: through social media, storytelling and employee advocates.
L'Oreal Employer Branding and Employee Value Proposition (EVP)Link Humans
L'Oreal's new EVP launched in 2012 after a big listening exercise internally - based on 3 pillars: A thrilling experience, an environment that will inspire you & a school of excellence. Note: This is not Link Humans work, all L'Oréal - thanks to Dennis de Munck for this information.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
This is the deck used in The Digital Marketing Workshop at SXSW 2014.
Panelists include:
Blake Robinson, Director, Social Data @Kantar
Israel Mirsky, Global Managing Director, Social & Performance @ Annalect
Margaret Francis, VP, Product @Heroku
Marshal Kirkpatrick, CEO @GetLittleBird
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Digital Marketing Courses are an advance and practical course with Modules that include the Digital marketing right from the Basics to the Advance (Include Search Engine Marketing, Search Engine Optimization, Social Media Marketing, Email Marketing, Affiliate Marketing, Pay Per Click Advertising, Email Marketing, Google Analytics & much more) to help the aspirants to learn, to experience and to implement their best ideas using 100+ Live Tools which are used by industry experts.
Live training sessions help digital marketing aspirants to understand the nuances of topic in depth. The live sessions throughout the digital marketing courses for every Topic will help to learn & practice the core digital marketing skills and will prepare one for upcoming challenges.
Apart from Learning the most rewarding skills of digital marketing & Implementing the techniques and tactics on live projects during the marketing courses, Learn how to exploit the growth, Handle Client & Manage the Projects.
On completion of course one have excellent opportunity to get promoted & get a high package or there is huge pool of opportunities to earn and grow as freelancer or to launch a startup.
Digital Marketing Professional can discuss their live projects while pursuing the course.
DSOM has one of the most Best digital marketing courses in Dehradun. The Digital marketing course provides training for Google certifications. They have a course completion certificate from Dehradun school of online Marketing.
They have interactive online classrooms with flexibility in learning methods. The Digital marketing course aims to bring out the hidden talents in individuals and make them proficient digital marketing professionals.They help to provide you with an understanding of how to create and sustain your brand in the web space.You have plenty of live projects to implement your understanding of the digital marketing world. There are several case studies and reference materials with free tools available at your disposal.
The 100% Placement Assistance & career counselling for Graduates & Under Graduates help you to find suitable jobs and positions. The Course have a module that help you to prepare for Interviews, Writing Resume & Fills out Job applications forms etc. Free digital marketing certification from google, Facebook, HubSpot, etc. will be add on to the CV.
Asia Social Media & Marketing Conference 2014: Examing the New Frontiers of PRErica Pompen
What’s Up & Coming: Examining the New Frontiers
of PR
• Breaking down the silos between marketing & PR
• Content marketing & PR: A good fit?
• Harnessing the power of “Big Data” in PR
• PR & social media predictions for 2014
Managing Your Employer Brand During the PandemicCielo
As the digital landscape evolves in response to COVID-19, it’s important for you to pivot employer brand communications to align with the fast-changing needs of your audience. From social media and advertising to career websites and email, how job seekers engage with content is shifting.
View these slides to learn more about:
-Shifts in job-seeker behavior right now and strategies for employers to connect
-How to update your messaging to be useful, relevant and aligned with your hiring needs
-Examples from talent teams of how they’re adapting employer brand and career websites to reflect the changing market during COVID-19
The “What” of Pipeline Building: Relevant Engagement MediumsRecruitDC
By now, most recruiters understand the importance of proactively engaging talent pools, but what do we do to actually engage them? Send newsletters? Open job lists? Funny jokes? Our goal is to engage them, but we may just be another annoying source of SPAM.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Why marketing automation is indispensible (Shimon Ben Ayoun)B2B Marketing Forum
The use of marketing automation systems has grown by more than 50% in the US over the last years. In Europe however many European B2B companies still haven’t adopted marketing automation at all.
Marketing automation software provides the precise information buyers need as they move through the buying process. It helps us to guide buyers to consider, prefer, and select our products and services. In other words, it helps us in lead generation, nurturing, qualification, conversion, and much more. Marketing automation software, when used properly, will increase operational efficiency and grow revenue faster.
In short, marketing automation has become indispensable in the marketing journey from cost centre to revenue generator. Marketing can now prove its added value in a transparent way to sales. In this session Shimon Ben Ayoun from spotONvision will explain how marketing and sales can be facilitated with marketing automation.
What do the best of the best in recruitment marketing strategy do differently? We have the data, examples and stories from 5 years of original research on the Fortune 500 in this webinar.
[SmashFly Webinar] A Career Journey: Get the Big Picture from Talent Experien...SmashFly Technologies
In the simplest terms, career decisions ultimately boil down to: What’s in it for me?
The thing is, the answer to that question is far more complex than perks and paychecks. If you look at the nuances of individual experiences, how each person learns about and interacts with your brand before and after the hire, a much bigger picture emerges.
It’s not that the candidate experience is broken. More accurately, the lens through which we view the candidate experience is broken – We’re not looking at it at an inter-personal level, and the many, many micro moments that gradually build relationships between people and employers.
Join Jennifer Burnett, Ph.D., Senior Principal Consultant, Thought Leadership at Cornerstone OnDemand & Shannon Seery, Recruitment Marketing Strategist, Symphony Talent, to uncover the deeper value of creating micro moments across the career journey.
Talent Mobility: Building Human Connections Beyond the Candidate LifecycleSmashFly Technologies
Have you heard about the TA "infinity loop"? Here's the idea: Recruiting isn't a single-direction assembly line of matching resumes to reqs and funneling prospects into pipelines — it lays the foundation for lasting relationships that engage (and re-engage) the talented people your business needs to succeed today, tomorrow and even years down the line. It's a lifecycle.
Intel's Talent Analytics and Automation Manager Tyler Weeks and SmashFly's Head of Recruitment Marketing Strategy Brandy Ellis held a live webinar discussion to give you the rundown on the candidate journey's new shape, plus the real-world examples you'll need to successfully navigate it.
2019 Recruitment Marketing Benchmarks: Where to Gain Your Competitive AdvantageSmashFly Technologies
How are the best of the best separating themselves from talent acquisition mediocracy? And which companies are actually capitalizing on all the shiny new technology (ahem, CRMs) in the market?
SmashFly’s 4th annual research report on recruitment marketing tactics and adoption shows that there’s a competitive advantage for the taking—and despite the chatter and initiatives around candidate experience, there are extensive opportunities for growth.
Because smart recruiting campaigns are kinda part of a recruiter's job now. A great recruiting email has the power to prompt change in perspective and action – and career path.
In SmashFly’s webinar finale of 2019, hear email campaign strategy and messaging expertise from SmashFly’s VP of Marketing, Josh Zywien, and VP of Recruitment Marketing Center of Excellence, Tracey Parsons, plus see real-world examples of recruitment marketing campaigns from companies across industries.
SmashFly and Traitify present a recruitment marketing webinar on how to scale personalization and create unique candidate experiences for enterprise organizations. There's no better example than GE: dive into how GE nurtures its talent network and truly thinks through marketing campaigns that help candidates answer "why this company" and "why now."
The 2018 Recruitment Marketing Smackdown: New Players, New PlanSmashFly Technologies
The entry of Google and Facebook into the recruiting space means big changes. Find out how to plan for success in 2018's constantly-shifting talent acquisition landscape.
Yes, you need a content marketing strategy to boost your recruitment marketing strategy: they go hand-in-hand. See what marketing experts from SmashFly and The Muse have to say about the recruiting content that will propel your candidate experience.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglySmashFly Technologies
People no longer want to work for a company, they choose to work with a company. Learn how you can create & curate recruiting content that is effective at each stage of the candidate journey.
AI is everywhere – and it’s starting to dominate the conversation in talent acquisition. Experts from SmashFly, HiringSolved & Allegis Global Solutions explain how recruiting teams are using AI today, and how you can too!
SmashFly's Chris Brablc & CSRA's Justen Baxter share how sourcing expertise, marketing strategies and the right technology come together to create the sourcer of the future.
Recruitment Marketing agencies make great creative partners, but should they hold the keys to your technology? How to tell if your agency is a good partner or taking advantage of you.
Recruitment Marketing in 2017: How the Fortune 500 (And You!) Stack UpSmashFly Technologies
Explore the key findings from SmashFly's Recruitment Marketing Report Card for the 2016 Fortune 500.
Download the full report card here: http://www.smashfly.com/resources/research/2016-fortune-500-recruitment-marketing-report-card/
ERE Webinar: Future-Proof Recruiting by Building Talent PipelinesSmashFly Technologies
Just-in-time hiring is dead. Organizations that understand how to future-proof their talent acquisition and recruitment marketing strategy will be brand-led, relationship-centric and data-driven. SmashFly's Chris Brablc discusses how to build talent pipelines for today and tomorrow so you can get ahead of the competition by building relationships with candidates earlier in the process.
That's a lofty talent acquisition and business goal, but Intel's Allyn Baily and Pam McKnight are on the right track, using a recruitment marketing strategy and Recruitment Marketing Platform to reach more targeted candidate personas.
6. Requiring a
new discipline:
Recruitment Marketing
• Director of Recruitment Marketing
• Data Scientist
• Content Strategist
• Social Media Manager
• Recruitment Marketing Specialist
• Sourcing Strategist
• Employment Brand Manager
aka: “The Cool Kids”
18. ELEVATE
Elevate your message and
send the right targeted message
to the right contacts
at the right time.
19. ENGAGE
Engage your contacts and use lead nurturing
techniques to keep them warm and up to date
on your organization, latest jobs and events
20. MEASURE & OPTIMIZE
Measure & optimize
every step of your
recruitment marketing
initiatives
Editor's Notes
Once upon a time, candidates used to be anonymous.
Online job bulletins debuted in 1994, but only captured the attention of active job
seekers. Recruiters posted jobs, then sorted through candidates who revealed themselves due to interest.
But all that has changed. In May of 2003 LinkedIn hit the stage and the recruiting playing field was leveled for passive talent as well.
People started making some interesting new footprints in social media…
Now, in 2014 -
1 in 4 humans uses a social network (1)
74% of American adults use social networking sites
Linked In’s User Total = 300 Million
Linked In gains 2 new users every second.
As of August 2012:
46% of adult internet users post original photos or videos online that they themselves have created. We call them creators.
41% of adult internet users take photos or videos that they have found online and repost them on sites designed for sharing images with many people. We call them curators.
Overall, 56% of internet users do at least one of the creating or curating activities we studied and 32% of internet users do both creating and curating activities.
http://www.emarketer.com/Article/Social-Networking-Reaches-Nearly-One-Four-Around-World/1009976
http://www.pewinternet.org/data-trend/social-media/social-media-use-by-age-group/as of January 2014, 74% of all online adults use social networking sites. For adults ages 18-29, 89% of them use social networking sites. For adults ages 30-49, 82% of them do. For adults ages 50-64, 65% of them do, and for adults ages 65+, 49% of them use social networking sites.
(3) http://expandedramblings.com/index.php/by-the-numbers-a-few-important-linkedin-stats/#.VCMsu_ldWSo
But instead of evolving the organization to adapt to this new level of candidate access, we decided to just pile this free for all on to the shoulders of the recruitment team by asking that recruiters absorb all of these digital footprints, make sense of them, and find a way to weave them into their existing process and technology solutions…. Enter the pile on of point solutions and ATS bolt ons… it’s become a huge distraction that continues to pull them from their real artistry – matching and persuading talent to join an organization.
We’re tasking the recruiters with the wrong thing – they are not capable to manage the impact of hyperconnection
Cool pics:
http://www.designstack.co/2014/08/retro-vintage-ads-for-social-media.html
It’s going to take an entirely different set of skills to tap into the hyper-connectedness of the world.
It’s not just that the world is hyperconnected, but the output from those connections…namely user-generated content.
This has lead to the consumer taking charge of almost all transactions, where consumerism has started to take charge.
50% of users trust user-generated content more than the traditional marketing and messaging channels.
Every 60 seconds, 2.4 Billion people send 204 M emails, Post 2.46 M Updates on Facebook, Tweet 227,000 times, share 347,222 WhatsApp photos
Your next great hires are going to come from your ability to tap into that world.
Consider these stats about social media and brandingStats
Social: As of Jan 2014 74% of adults use social media sites. (18 – 29 = 89% and 30-49 = 82%) (PEW) As of 2014, more than approximately 1.8 billion internet users have accessed social networks; 170 million of which were located in the United States.Facebook 1.28 Billion UsersGoogle + has 343 Million Users
Linked In has 300 Million Users, and Y-o-Y audience growth of Linked In: 80%Twitter has 255 Million Users
Tumblr has 230 Million Users85% of job seekers will look for a company and/or open positions using Google and other search engines; 69% will look for information on job boards; 83% will look on company career sites; and 75% use traditional networking to gather more information about a company. In total, job seekers use 16 different sources (on average) when searching for a job.
Mobile: 58% of all adults in America have a smartphone. 74% of adults between the ages of 30 – 49 in America have smartphone. In the UK it’s even higher with 62% of all adults having a smartphone.
http://www.pewinternet.org/fact-sheets/mobile-technology-fact-sheet/
By 2017, Smartphone social network users are estimated at 160.5 Million.
At least half of all job seekers with smartphones or tablets spend three hours or more looking for jobs on those devices every week. About 65% of workers who search for jobs via mobile devices will leave a website if it is not mobile-optimized; and 40% walk away with a more negative opinion of the company.
Branding (customer/candidate is in charge)92% of customers trust word of mouth from friends and family over any other form of advertising - WOMM
97% of Sales Professionals will read online reviews about a company before accepting a job offer – Glassdoor
84% of job seekers would consider leaving their current employers for a company with an excellent reputation - Glassdoor
Job seekers say an “employment brand” is a must-have. While not a new concept, only 38% of employers believe their company has a very clearly defined employment brand. Meanwhile, nearly half (46%) of all surveyed workers said a company’s employment brand plays a very big role in their decision to apply for a job within the organization; another 45%say it plays somewhat of a role.
This approach hasn’t worked out very well, and it’s clear that it no longer works.
The average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings. Tweet this stat. (From the US Department of Labor and Statistics)
The successful aren’t immune, and they’ve had to learn from their mistakes. Zappos CEO, Tony Hsieh once estimated that his own bad hires have cost the company well over $100 million. Tweet this stat.
66% of employers said they experienced negative effects of bad hires in 2012. Of these employers, 37% said the bad hire negatively affected employee morale. Another 18% said the bad hire negatively impacted client relationships. And 10% said the bad hire caused a decrease in sales. Tweet this stat. (A study from the National Business Research Institute)
43% of respondents from the same NBRI study cited the need to fill the positions quickly as the main reason that bad hires are made. Tweet this stat.
It costs $7,000 to replace a salaried employee, $10,000 to replace a mid-level employee, and $40,000 to replace a senior executive. Tweet this stat. (From HR.com)
As much as 80% of employee turnover is due to bad hiring decisions. Tweet this stat. (From Harvard Business Review)
36% of 1,400 executives surveyed claimed that the leading factor of a failed hire, aside from performance problems, is a poor skills match. The second leading factor at 30% was unclear performance objectives. (Study done by Robert Half)
41% of companies polled by Vitamin T Staffing Firm estimated that a bad hire cost more than $25,000, and 1 in 4 said that it cost them over $50,000. Tweet this stat.
SayIt Communications calculated the ROI of a bad hire at -298%. Tweet this stat.
75% of the demand to hire new employees is simply to replace workers who have left the company. Tweet this stat.
Hyperconnected. Consumers in charge. Talent is out there. It’s time to accept that the web has changed everything, and we find ourselves exploring a new frontier in recruiting.
It’s time for a new frontier
That new frontier, will require a whole new discipline.
The birth of recruitment marketing as a discipline is here.
It’s time for recruitment marketers to lead the way – and these are people with an entirely different set of skills than a recruiter. They have skills that more closely mirror the skills of marketers. They are social media natives, content strategists, branding specialists, and lead generation experts.
NOTE ON VISUAL – THIS IS THE IMAGE FROM AVERBOOK POST – people will associate this with the post about the changing roles in HR.
This new discipline will require a whole new process too. Here’s the old process
Here’s the new process.
Show old recruitment cycle – put this next to the new RMM graphic.
Note to RON: Make backgrounds match for both, “old process” doesn’t need to look like this – can use the style that you created for the NEW.
The handoff between traditional marketing and sales happens during the evaluation phase. Marketing has an entirely different set of skills that are needed to move the ‘buyer’ through the process until it’s time for sales to take over. In fact, in most B2B sales these days, the prospect is already through 57% of the process before a sales person ever talks to them.
Marketing is qualifying the prospects.
Marketing needs to support the recruitment organization in a similar way.
Qualifying the candidates, until it’s time for the recruiter to practice their art.
Recruitment Marketing needs to support the recruitment organization in a similar way.
Qualifying the candidates, until it’s time for the recruiter to practice their art.
Introducing Smashfly
We’re transforming how companies recruit, and leading the way in the new frontier of total recruitment marketing. Our Modern Recruitment Marketing Platform is the most comprehensive and only dedicated solution on the market, powering the recruitment marketing discipline within organizations. SmashFly breaks through the barriers of bolted together HR technology solutions to give you the power to drive unprecedented results.
SmashFly is the total recruitment marketing platform of choice for over 35 industry leading brands.
Here are just a few….
Our advanced platform and deep analytics unify the tools required to power this New Discipline of Recruitment Marketing:
Analyze sources and pinpoint your qualified targets: With SmashFly you’ll have a proactive perspective of
your best talent sources, so you can put more leads in the funnel with smarter talent networking.
Design, curate and deliver the perfect content strategy: With SmashFly you customize the most
relevant message for delivery to the right target at the right place, at precisely the right time.
Facilitate ongoing engagement: With SmashFly it’s easier for targets to engage with your brand
across any social platform as you nurture them towards a deeper understanding of your employment
value proposition.
Continually innovate your process with measurable analytics: With SmashFly you’ll have the data driven
insight to measure effectiveness and pivot when the business requires a change in strategy.